McDonnell Douglas Corp. v. Green
411 U.S. 792 · U.S. Supreme Court
Holding and boundaries
Established a burden-shifting framework for certain Title VII disparate-treatment cases based on circumstantial evidence.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
15 issue placements
Pay Equity & Occupational Mobility
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Pay Equity & Occupational Mobility. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Agriculture & Food Systems
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Agriculture & Food Systems. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Education & Academia
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Education & Academia. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Finance & Professional Services
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Finance & Professional Services. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Healthcare & Care Work
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Healthcare & Care Work. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Hospitality, Retail & Service Work
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Hospitality, Retail & Service Work. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Indo-Tibetan & Himalayan Communities
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Indo-Tibetan & Himalayan Communities. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Law, Courts & Public Safety
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Law, Courts & Public Safety. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Manufacturing & Industrial Work
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Manufacturing & Industrial Work. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Media, Arts & Entertainment
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Media, Arts & Entertainment. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Skilled Trades & Construction
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Skilled Trades & Construction. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Technology & Engineering
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Technology & Engineering. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Women in Transportation & Logistics
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Women in Transportation & Logistics. Fit tier: Strong analogue. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Workplace Leadership, Bargaining, Governance & Accountability
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Workplace Leadership, Bargaining, Governance & Accountability. Fit tier: Direct. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Workplace Racial Equity
McDonnell Douglas Corp. v. Green supports or supplies a protective rule relevant to Workplace Racial Equity. Fit tier: Direct. The placement must be used only within the holding and limitations recorded here.
Scope and limitations: The framework is not the only proof method and must not be treated as a finding of discrimination in any occupation or employer.
Verification-state description: authoritative_text_identified; pinpoint_and_currentness_review_required
Publication and provenance
The authority is published once; issue-specific orientation and fit remain separate placements. Analogue, contextual, and historical-adverse fits are not represented as controlling.
Published under research-publication-clearance-2026-07-21. deterministic validation and objective verification are not claimed.